tem. on cord

tem.

People Operations Partner

External position
Remote in UK
Hiring internally for tem.?
Energy and Utilities · Sustainability
Renewable energy, revolutionised for small business.
Posted
3 days ago
Checked
cord regularly checks that external positions are still open
2 days ago

Skills & Experience

Job roles: People Ops
Experience level: Mid, Senior
Core skills considered: Payroll processing, Automations, Employee engagement, Employee onboarding, Offboarding
Other skills considered: Data Analysis, Building Teams, Process management, Stakeholder Management, Compensation & benefits

Logistics

Base salary: Undisclosed
Some companies on cord are unable to disclose salaries publicly due to internal company policies. Message the company for salary information.
Employment type: Permanent
Remote working: Remote
Work from: Within United Kingdom
Visa sponsorship: Not available

Job Description

We're hiring a People Operations Partner to join our Performance team.

tem is rebuilding the energy transaction - transparent, fair and built on trust. Behind that mission is a company growing fast, and a Performance team that's already lean and stretched. Core People operations needs more firepower as we scale, and there's a direct commercial angle too: a strong People Operations function is what lets new joiners ramp up and become productive faster once they arrive.

This is a multi-disciplinary People Operations role at the centre of the employee lifecycle - equal parts operational delivery, automation and continuous improvement. You'll be the reliable hands keeping People processes running as we scale, from multi-country payroll to onboarding, employee changes and offboarding. You'll also build the tools, automations and lightweight AI workflows that connect our systems (Rippling, Notion, Linear, Slack, Ashby, n8n and Google Workspace), so the function doesn't need to double in size every time headcount does.

In your first 12 months, you might:

  • Take ownership of payroll across our UK and employer-of-record employees, keeping every cycle accurate and on time as pay schedules and countries multiply.
  • Become the trusted point of contact for employees and managers, owning their queries through to resolution.
  • Build the automations and AI-enabled workflows that remove repetitive manual work from the employee lifecycle.
  • Turn recurring pain points into better processes, tools or self-service, and measure whether they actually worked.
  • Move across People disciplines as priorities shift - reward and benchmarking, pensions and options administration, performance cycles, engagement and people data.

Responsibilities

  • Run payroll end to end: own monthly payroll across UK and employer-of-record employees - changes, corrections, off-cycle and ex-gratia payments, contractor payroll and invoicing, and country-specific items - keeping it accurate and on time as we add pay schedules and countries.
  • Keep the lifecycle running: deliver core People operations across onboarding, employee changes, contracts and documentation, leave, mobility (visas and international moves), EOR and contractor setup, and offboarding, flexing into whatever the business needs most.
  • Be the trusted point of contact: own employee and manager queries through to resolution with a clear response standard, rather than passing them between functions.
  • Keep the foundations accurate: maintain employee data, documentation and systems so that everything else can depend on them.
  • Automate the repeatable: build and maintain automations and lightweight AI-enabled tools, workflows and agents that connect Rippling, Notion, Linear, Slack, Ashby, n8n, Google Workspace and similar, and remove repetitive manual work - with controls so speed never costs accuracy, privacy or employee trust.
  • Own the People tech stack: evolve our People technology ecosystem - evaluate emerging tools, consolidate where we can, and simplify the architecture.
  • Improve continuously: turn recurring employee and manager pain points into better processes, tools, guidance or self-service, measure whether they worked, and give foundational People processes a named owner and a runbook someone else could follow cold.
  • Design to delight and to scale: we treat our people like top athletes and aim to delight at every step of the employee journey, and what works at today's size shouldn't need twice the People team when headcount doubles - default to eliminating or automating work rather than administering it.
  • Partner across the business: work with Finance, Legal, Talent, Performance Partners and functional specialists to turn People initiatives into scalable services, and build dashboards and lightweight analysis that help the team and the business make better decisions.

Requirements

Must-Haves

  • You've worked in People Operations, People Services, HR Operations or another operational People role - generalists welcome - and you hold a high bar on accuracy and confidentiality.
  • You've run payroll cycles end to end, ideally multi-country, in-house or through an employer of record. UK fundamentals (PAYE, RTI, pension auto-enrolment, statutory payments) are familiar, or clearly learnable fast if your payroll experience comes from another market.
  • You're highly comfortable with technology: AI is part of how you work, you actively experiment with new tools and capabilities, and you can build automations through no-code or low-code tools, integrations and AI workflows.
  • You think in systems and workflows rather than individual tasks, with a strong instinct for simplification ("why are we doing this manually?"), and you're comfortable using data to diagnose problems and make decisions.
  • You operate effectively in ambiguity, without waiting for a perfectly defined process or remit, and you balance efficiency with empathy - People Operations is about people, not just workflows.
  • Strong ownership instincts: when something's broken, unclear or inefficient, your instinct is to fix it, and you're willing to move across People disciplines depending on where the organisation needs you.

Desirable

  • Breadth across the People remit beyond Operations - reward and benchmarking, pensions, benefits, or performance and engagement. This role is deliberately multi-disciplinary.
  • Familiarity with the basics of UK and EU employment law, and experience administering equity or share options (for example EMI or unapproved schemes, and cap-table tools such as Vestd).
  • Experience supporting international employment through employers of record, and setting up or managing contractors (including off-payroll and IR35 awareness).
  • Experience in a fast-scaling startup or scale-up, especially through a period of doubling headcount or entering new countries.

Company Benefits

  • 25 days holiday
  • Day off on your birthday
  • Fully remote - expect quarterly meet ups with your team
  • Personal office budget £1200 / 1400€ per year
  • Paid for company trip twice a year. Previous locations included Barcelona and Budapest
People Operations Partner at tem.
Position posted 3 days ago

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Starling Bank on cord

Starling Bank

Full Stack Engineer (ML Ops)

London, UK
FinTech · Banking · Finance
A better bank for everyone
Active
over 6 months ago
Responds to
0% of requests
Responds in
1h 55m
Requests
7 pending

Skills & Experience

Job roles: Full Stack
Experience level: Mid, Senior
Core skills considered: Java, React, Redux, AWS, JavaScript

Logistics

Base salary: £70K - £110K
Employment type: Permanent
Remote working: Hybrid (up to 2 remote days p/w)
Visa sponsorship: Not available

Job Description

Starling is the UK’s first and leading digital bank on a mission to fix banking! Our vision is fast technology, fair service, and honest values. All at the tap of a phone, all the time.

Starling is the UK’s first and leading digital bank on a mission to fix banking! We built a new kind of bank because we knew technology had the power to help people save, spend and manage their money in a new and transformative way.

We’re a fully licensed UK bank with the culture and spirit of a fast-moving, disruptive tech company. We’re a bank, but better: fairer, easier to use and designed to demystify money for everyone. We employ more than 3,000 people across our London, Southampton, Cardiff and Manchester offices.

Our technologists are at the very heart of Starling and enjoy working in a fast-paced environment that is all about building things, creating new stuff, and disruptive technology that keeps us on the cutting edge of fintech. We operate a flat structure to empower you to make decisions regardless of what your primary responsibilities may be, innovation and collaboration will be at the core of everything you do. Help is never far away in our open culture, you will find support in your team and from across the business, we are in this together!

The way to thrive and shine within Starling is to be a self-driven individual and be able to take full ownership of everything around you: From building things, designing, discovering, to sharing knowledge with your colleagues and making sure all processes are efficient and productive to deliver the best possible results for our customers. Our purpose is underpinned by five Starling values: Listen, Keep It Simple, Do The Right Thing, Own It, and Aim For Greatness.

Hybrid Working

We have a Hybrid approach to working here at Starling - our preference is that you're located within a commutable distance of one of our offices so that we're able to interact and collaborate in person. We don't like to mandate how much you visit the office and work from home, that's to be agreed upon between you and your manager.

Our Data Environment

Our Data teams are excited about the value of data within the business, powers our product decisions to improve things for our customers and enhance effective and agile decision making, regardless of what their primary tech stack may be. Hear from the team in our latest blogs or our case studies with Women in Tech.

We are looking for talented data professionals at all levels to join the team. We value people being engaged and caring about customers, caring about the code they write and the contribution they make to Starling. People with a broad ability to apply themselves to a multitude of problems and challenges, who can work across teams do great things here at Starling, to continue changing banking for good.

Requirements

We have built our entire banking platform in house and mostly in Java. We are looking for people who want to work on building the tooling that is used by our engineers on a daily basis.

We are looking for people who are truly full stack, and are as comfortable polishing their javascript front end as they are debugging the innards of their java applications database interactions, or standing up infrastructure with terraform. We are looking for people who can:

  • Design REST apis.
  • Code backend services, ideally using Java, or another other server side compiled language.
  • Develop modern front ends, ideally using React and Redux.
  • Get their code into the cloud and support it there, ideally on AWS.
  • Believe in clean coding, simple solutions, automated testing and continuous deployment.
  • Like to take ownership of a feature from the original idea through to live.
  • Think (like us) that a small number of empowered developers is the right way to deliver software.

Company Benefits

  • 33 days holiday (including flexible bank holidays)
  • An extra day’s holiday for your birthday
  • 16 hours paid volunteering time a year
  • Part-time and/or flexible hours available for most roles
  • Salary sacrifice, company enhanced pension scheme
  • Life insurance at 4x your salary
  • Hybrid/remote working
  • Private Medical Insurance with VitalityHealth including mental health support and cancer care. Partner benefits include discounts with Waitrose, Mr&Mrs Smith and Peloton
  • Generous family-friendly policies
  • Varied social groups set up and run by our employees
  • Perkbox membership giving access to retail discounts, a wellness platform for physical and mental health, and weekly free and boosted perks
  • Access to initiatives like Cycle to Work, Salary Sacrificed Gym partnerships and Electric Vehicle (EV) leasing

Full details are available on our careers site

Interview Process

Interviewing is a two way process and we want you to have the time and opportunity to get to know us, as much as we are getting to know you! Our interviews are conversational and we want to get the best from you, so come with questions and be curious. In general you can expect the below, following a chat with one of our Talent Team:

  • Stage 1 - 30 mins with one of the team
  • Stage 2 - Take home challenge
  • Stage 3 - 90 mins technical interview with two team members
  • Stage 3 - 45 min final with an executive and a member of the people team
Alex Yeates on cord
Message Alex Yeates at Starling Bank
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